Pengaruh Komitmen Organisasi dan Ketidakamanan Pekerjaan (Job Insecurity) Terhadap Intensi Turnover Tenaga Pengajar Di Sekolah ABC Pekanbaru
DOI:
https://doi.org/10.25299/kiat.2015.vol25(2).3025Keywords:
Komitmen Organisasi, Ketidakamanan Pekerjaan, Intensi TurnoverAbstract
Dalam dunia kerja termasuk pendidikan, komitmen seseorang terhadap organisasi/perusahaan seringkali menjadi isu yang sangat penting. Aspek selanjutnya adalah kepercayaan pada manajemen, selain faktor komitmen, faktor lain peningkatan job insecurity yang dialami karyawan cenderung mengarah pada peningkatan turnover intention. ABC School Pekanbaru memiliki masalah produktivitas kegiatan yang tidak dapat dipisahkan. Hal ini terlihat dari tingginya tingkat pergantian dosen dari tahun ke tahun, berkisar antara 50-60% pertahun.
Tujuan penelitian adalah untuk menganalisis sejauh mana pengaruh komitmen organisasi dan job insecurity terhadap turnover intention dosen. Populasi penelitian berjumlah 33 orang dan pengambilan sampel dilakukan dengan cara sensus. Data dari penelitian ini adalah data primer dengan menggunakan kuesioner sebagai instrumen penelitian. Teknik analisis yang digunakan dalam penelitian ini adalah statistik deskriptif dan analisis statistik inferensial. Pengujian hipotesis adalah dengan uji F dan uji t. Hasil penelitian ini menyimpulkan bahwa komitmen organisasional dan job insecurity berpengaruh terhadap turnover intention dosen di Sekolah ABC Pekanbaru. Komitmen organisasi berpengaruh negatif terhadap turnover intention. Pengaruh terbesar seorang anggota fakultas memutuskan untuk keluar lebih dipengaruhi oleh komitmen organisasi dan hanya kemudian karena perasaan tidak aman atas status pekerjaannya.
In the world of work including education, one's commitment to the organization/company is often a very important issue. The next aspect is the confidence in management, in addition to the commitment factor, other factors increasing job insecurity experienced by employees tend to lead to increased turnover intention. ABC School Pekanbaru has productivity problems inseparable activities. It is seen from the high level of faculty turnover is from year to year, ranging between 50-60% annually. The research objective was to analyze the extent to which the influence of organizational commitment and job insecurity on the faculty turnover intentions. The study population numbered 33 people and sampling conducted by the census. The data from this study are primary data using questionnaires as research instruments. Techniques analysis used in this research is a descriptive statistic and inferential statistic analysis. Hypothesis testing is to test the F and t-test. The results of this study concluded that organizational commitment and job insecurity affect faculty turnover intentions in ABC School Pekanbaru. Organizational commitment negatively affects turnover intention. The biggest influence of a faculty member decides to intend out more influenced by organizational commitment and only then because of feelings of insecurity over his job status.
Downloads
References
Arikunto, Suharsimi. 2002. Prosedur Penelitian Suatu Pendekatan Praktek, Rieneka Cipta, Jakarta.
Armstrong, Michael.1999. The Art of HRD: Human Resource Management (Vol 2) London: Crest Publishing House.
Armstrong, Michael. 2000. The Art of HRD: Managing People (Vol 4) . London: Crest Publishing House.
Ayub, Syed Muhammad Irfan. 2008. Impact Of Organizational Commitment On Turnover Intentions Of Employees, Master In Business Administration, National University Of Modern Languages, Pakistan.
Barling, Julian and E. Kevin Kelloway, 2003. “Job insecurity and Health: The Moderating Role Of Workplace Control, Migrant Labour Project”, funded by the International Development Research Centre, Canada. Stress Medicine, Volume 12 Issue 4, Pages 253 – 259, 6 May 1999, John Wiley & Sons, Ltd.
Clugston, Michael. 2000, “The Mediating Effects of Multidimensional Commitment on Job Satisfaction and Intent to Leave.” Journal of Organization Behavior Vol. 21 No. 4 – 2000: 477-486.
Djawahir, Kusnan Muhammad, 2002. “Tantangan (Makin) Sulit Tumbuhkan Komitmen Karyawan”, SWA 21/VIII/10 - 23 Oktober.
Dole, Carol., and Richard Schroeder. 2001. “The impact of various factors on the personality, job satisfaction and turnover intentions of professional accountants”. Managerial Auditing Journal ,16 (4):234-245.
Dunham, Randall B., Jean A. Gruber., and Maria B. Castaneda. “Organization Commitment: The Utility of an Integrative Definition.” Journal of Applied Psychology Vol. 79 No. 3 - 1994: 270-380.
Farida, Yusriyati Nur, 2001. “Pengaruh Ketidakamanan pekerjaan dan Kompensasi terhadap Kepuasan Kerja”, Tesis, Program Studi Magister Akuntansi, ProgramPasca Sarjana Universitas Diponegoro.
Feinstein, Andrew Hale., William Harrah, 2000. “A study of relationships between job satisfaction and organizational commitment among restaurant employee“ (online), (www.emeraldinsight.com)
Green, Francis, 2003. “The Rise and Decline of jon insecurity”. Paper, (online), (www.emeraldinsight.com).
Greenglass, Esther, Ronald Burke and Lisa Fiksenbaum. 2002. “Impact of Restructuring, job insecurity and Job Satisfaction in Hospital Nurses”, Stress News January ,14(1):1-10.
Gregson, Terry. 1992. “An Investigation of the Causal Ordering of Job Satisfaction and Organizational Commitment in Turnover Models in Accounting.” Behavioral Research In Accounting Vol. 4 - 1992: 80-95.
Hackett, Rick D., Peter Bycio., and Peter A. Hausdorf. 1994, “Further Assessments of Meyer and Allen’s (1991) Three-Component Model of Organizational Commitment.” Journal of Applied Psychology Vol. 79 No. 1 – 1994: 15-23.
Ketchand, Alice A., and Jerry R. Strawser. 1998, “The Existence of Multiple Measures of Organizational Commitment and Experience-Related Differences in a Public Accounting Setting.” Behavioral Research in Accounting Vol. 10 - 1998: 109-137.
Magid, Igbaria, Guy Meredith, and Derek C. Smith, Predictors of intention of IS professionals to stay with the organization in South Africa, Information & Management, Volume 26, Issue 5, May 1994, Pages 245-256.
Mathieu, John E., and Dennis M. Zajac, 1990, “A Review and Meta-Analysis of the Antecedents, Correlates, and Consequences of Organizational Commitment.” Psychological Bulletin Vol. 108 No. 2 (1990): 171-194.
Meyer, Michael., and John T. Rigsby. 2001, “A Descriptive Analysis of the Content and Contributors of Behavioral Research In Accounting 1989-1998.” Behavioral Research In Accounting Vol. 13 - 2001: 253-278.
Muchinsky, Paul M, 2003. Psychology Applied to Work (4th Edition). New York: Brooks/ Cole Publishing Company.
Mueller, John and Dwight Kammeyer.2003. Turnover Processes in a Temporal Context:It’s About Time (online), (www.emeraldinsight. com)
Nurtain, 1999. Supervisi Pengajaran. Jakarta: Depdikbud. Dirjen Dikti, P2LPTK.
Paré, Guy .Michel Tremblay. 2001. The Measurement and Antecedents of Turnover Intentions among IT Professionals, (online), http://www.cirano.umontreal.ca/publication/documents.html).
Prastiti, Sawitri Dwi, 2002, Pengaruh Outcomes Ketidakamanan pekerjaan Terhadap Turnover Intentions Dosen Akuntansi di Perguruan Tinggi, Progran Studi Magister Akuntansi, Program Pascasarjana, Universitas Diponegoro.
Qi Yong-tao, Job Opportunity, Organizational Commitment and Turnover Intention, China-USA Business Review, ISSN 1537-1514, USA, Feb. 2007, Volume 6, No.2 (Serial No.35).
Smithson, Janet., Suzan Lewis .2000. Is ketidakamanan pekerjaan changing the psychological contract? Personnel Review ,29(6):1-15.
Suliman, Abubakar., Paul Iles. 2000. Is continuance commitment beneficial to organizations? Commitment-performance relationship: a new look. Journal of Managerial Psychology ,15( 5): 1-9.
Suwandi dan Nur Indriartoro, 1999, Pengujian Model Turnover Pasewark dan Strawser: Studi Empiris pada Lingkungan Akuntansi Publik. Jogyakarta: Universitas Gadjah Mada.
Temaluru, Johanes, 2001, Kualitas SDM dari Perspektif IPO: Hubungan antara komitmen terhadap organisasi dan faktor-faktor demografis dengan kepuasan kerja karyawan. Jakarta: Pengembangan Bagian PIO Fakultas Psikologi UI.
Trimble, Douglas E., Organizational commitment, job satisfaction, and turnover intention of missionaries, Journal of Psychology and Theology, Winter, 2006.
Ugboro, Isaiah O., 2002, Organizational Commitment, Job Redesign, Employee Empowerment and Intent to Quit Among Survivors of Restructuring and Downsizing, North Carolina A&T State University.
Vetting, Tom-Stian, 2004, Ketidakamanan pekerjaan, Turnover Intention and Psychological Distress: The Mediating Effect of Job Satisfaction and Trust in Management, Psykologiska Institutionen, Stockholms Universitet.
Wening, Nur, Pengaruh Ketidak Amanan Kerja (Ketidakamanan pekerjaan) Sebagai Dampak Restrukturisasi Terhadap Kepuasan Kerja, Komitmen Organisasi Dan Intensi Keluar Survivor. Kinerja, Volume 9, No.2, Th. 2005: Hal. 135-147.
Yan, Zhang and Kong Liping, 2002, A Research on Organizational Commitment, Job Satisfaction, Personality Traits and Turnover Intention Based on Gender Differences, Economic and Management School, Wuhan University, P.R.China.
Yousef, Darwish, 1998. Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment. International Journal of Manpower, 19( 3): 1-13.
Zeffane, Rachid, 1999, Understanding Employee Turnover: The Need for a Contingency Approach. International Journal of Manpower 15(9): 1-14.
